Evidence: employee self-report that they “work better at home”—perception data, not measured output.
Likely biases/confounds: selection (remote volunteers differ), self-report/social-desirability, recall, nonresponse/survivorship, role/seniority/home-office/childcare confounding, reverse causality (productive people allowed remote), vague “productivity,” and pandemic-era effects.
Stronger design: randomized or staggered remote eligibility within comparable roles; collect baseline and follow-up objective outcomes; use difference-in-differences, preregister metrics, and track quality, collaboration, burnout, promotion, and attrition.
# did: outcome ~ remote * post + employee & time fixed effects
import statsmodels.formula.api as smf
m = smf.ols("output ~ remote:post + C(emp) + C(week)", data=df).fit(
cov_type="cluster", cov_kwds={"groups": df["emp"]})
print(m.params["remote:post"], m.bse["remote:post"])
Estimate intent-to-treat, then adjust for compliance; validate self-reports against logs and deliverables.